TEACHING WISDOM

Twenty-three teachers, principals and staff members have taken advantage of a retirement incentive program offered by the Cape Girardeau School District. It marks only the second time the district has offered financial incentives to induce staff members to retire.

While the offering should save money, the district also is losing some highly experienced teachers and administrators. Each of the participating teachers can boast of an average of more than 30 years of experience, although not all those years were spent with this school district.

In fact, the total years of experience of the 23 people leaving the district is a whopping 582 years. Experience is a key component in how well a teacher does in the classroom. Through experience, teachers hone their skills and develop an effective system that works.

While the district was searching for ways to save money, the incentive suggestion came from the teachers themselves. And the program was strictly voluntary. A similar program was offered in the 1991-92 school year, coupled with other budget cuts. Over the five-year payout, the program saved the district $287,757. All staff positions vacated by the plan will be replaced. The savings come from the fact the salary of newer teachers and staff members are not as high.

Only those employees who were at least 60 years old and have participated at least 15 years in the Missouri schools retirement fund were eligible. The incentive payments ranged from 20 percent to 50 percent of their base 1995-96 base salary and will be repeated for five years. The district will pay out $65,000 each of the five years.

Individual payments to the 23 retirees will range from a low of $3,806 to a high of $30,347. About half of the participants will qualify for payments of 50 percent of their salary each year.

Total salaries of those taking the buyout is $787,362. Total cost of the incentive is $624,042. That will provide a first-year savings of about $163,000 before calculating the cost of the replacements.

The district overbudgeted by $550,000 this year, and revenue isn't expected to increase. Since 80 percent of the current school budget is devoted to salaries, it is tough to really trim costs in the district without addressing these costs. Total savings won't be determined until new staff members are hired to see of qualified candidates can be found within salary replacement estimates.

The district is looking to economize, but there really are only two ways to better the budget: increase revenue or reduce expenses. The district has much more direct control over the latter.

The district sees the incentive plans as a win-win for everyone. The district benefits from lowered salary costs. Teachers who were planning to retire soon find a financial incentive to do so.

The downside is that students will lose some really gifted teachers a few years early. There is nothing wrong with infusing new blood into the system. But the district shouldn't lose sight of the fact that in the teaching profession, experience pays off in the classroom.

Although the major portion of the Vision planning for the Cape Girardeau School District was completed months ago, work is continuing. A group of parents and teachers have been pulling together some ideas to improve the district. They presented a dozen suggestions at a recent Cape Girardeau Board of Education study session.

Many of the ideas make sense, such as a consistent discipline and attendance policy for all schools -- both elementary and secondary. In addition to greater consistency among schools, the group is also suggesting increased parent involvement and a combined emphasis on the basics and new technology.

Some of the suggestions can be accomplished right away; others would take more time and money.

It's good to see the Vision effort continuing. Any time concerned citizens and teachers are working to better a school system, everyone benefits.